The Research On Optimizing The Performance Management Mechanism Of R&D Personnel In YH Company

Since the 1990 s,information technology has been rapidly promoted and widely applied;software industry has become an important driving force to promoting industrial upgrading and transformation,as well as to facilitate sustained economic growth.R&D personnel are the most important capital of Software Company.Excellent R&D personnel master advanced scientific knowledge,not only have the spirit,but also have the ability to innovate.Such high-quality R&D personnel are the focus of competition among software enterprises.Therefore,software companies pay great attention to employee and human resource management construction.YH Company is the Research & Development center under the head office,since its establishment in 2008,has always been focused on software development.However,software engineers are not satisfied with the performance management,and always question the fairness of performance appraisal,which makes it extremely urgent to optimize the R&D personnel performance management system in YH Company.Based on the case study method,this paper introduces the background and significance of R&D personnel performance management research,sort out relevant research of performance management and R&D personnel performance management at home and abroad,briefly explain the concepts and theories related to performance,and sum up the characteristics of R&D personnel and their work.This paper analyzes the performance management of R&D personnel in YH Company by combining literature review method,questionnaire and interview method,and sorts out the main problems in different stages of current performance management system,and then proposes corresponding measures for the problems based on the actual situation of the company and theories about performance management.In view of the lack of communication and the inconsistency between the assessment items and the actual work in the planning phase,the measures of inviting the R&D personnel to participate in to sign formal agreement,and decomposing indicators by job description were proposed.Aiming at the problem that most R&D personnel are not aware of the importance of the guidance in the implementation phase,this paper proposes to provide training at different levels for all and to define related responsibilities for related persons in performance management.Aiming at the problems of lack of fairness and insufficient post-evaluation feedback raised by the R&D personnel,this paper proposes to set up a performance appeal mechanism in the existing system and to enhance objective feedback by different ways.In view of the problems of insufficient incentive measures,poor salary incentive measures and lack of improvement,this paper puts forward the optimization measures of increasing diversified incentive measures,appropriately strengthening salary incentive measures and regularly diagnosing the performance management system.In conclusion,this paper set forth safeguard measures for optimization of performance management,in respect of organization,system,culture and information management.